Organızatıonal Behavıor

Yanıt Açıklaması: Organizational culture is about the values and beliefs that the people in an organization have, how these are ‘taught’ to new members, and the stories that are told from generation to generation to pass the culture along. It can be described as social energy causing people to act (Kilmann et al., 1985), as programming of the mind (Hofstede, 1991), and as social glue binding people together (Hall, 1959). The correct answer is D.

Yanıt Açıklaması: Artifacts refer to observable phenomena; everything employees see, hear, do, and talk about as well as the way they talk about them (e.g., the jargon they use). In fact, artifacts are often what people outside the organization can also see. Some examples of artifacts are; • what people wear, • how they talk, • how much they work, • the way the offices are organized, • stories about past events that most employees know about, and • ritualistic activities(for example, celebrating the birthdays of everyone born that month in the department on the same day).

Yanıt Açıklaması: Agreeableness: Cooperative, warm, caring, good-natured, courteous, trusting. The correct answer is D.

Yanıt Açıklaması: After the First World War, the effect of human and psychological factors became the main focus of organizational studies, which formed the second milestone of OB history. Most of the studies followed the footsteps of Taylor, and focused on efficiency of work activities. During 1925 to 1932, a series of studies known as Hawthorne Studies, conducted at Hawthorne Plant of the Western Electric Company; the studies at first was influenced from the scientific management principles, but developed to be the major research advancement in understanding of human behavior in organizations. The research at the Hawthorne Plant, which consisted of four separate studies that last over a seven-year period was directed by Fritz Roethlisberger; but Elton Mayo was the influential researcher who encouraged the organization’s management to further develop the Hawthorne studies which were preceded by a series of studies focusing on the effect of illumination conducted by himself in Philadelphia textile industry. The correct answer is Choice E.

Yanıt Açıklaması: Hawthorne studies formed a basis to understand social and psychological behavior in organizations, and revealed that the complex human behavior including feelings, perceptions, thoughts, and behaviors of group members and managers were critical for understanding performance. The Hawthorne studies implied managerial and group behavior in organizations is important in explaining employee performance as well as the technical aspects of work. Developing as a myth, in social psychology, which covers industrial and organizational psychology, management theory, industrial sociology (Gillespie, 1993); Hawthorne studies led the researchers turn their attention to leadership in organizations, who believed that the productivity could be increased not only by financial rewards but withcooperative behavior of managers and supervisors with employees. This was mainly because that one of the influencing results of the Hawthorne studies suggested that employees perform better if they receive attention and recognition. As can be understood from the information given, the correct answer is E. All statements related to Hawthorne studies above are correct.

Yanıt Açıklaması: Research on ethical climates has concentrated on 5 specific types of ethical climates: Instrumental – concerns putting self and company interests first, Caring – concerns putting the interest of friends and the team first, Independence – concerns putting an individual’s own personal morality first, Rules – concerns following company rules and procedures, Law and code – concerns following laws and the requirements of professions. Leaderrship is a concern of reserch on service climate. The correct answer is A.

Yanıt Açıklaması: As Maslow stated the first four needs are counted as deficiency needs which activated when unfulfilled, the last level of need for self-actualization is known as growth need because it endures even when satisfied.

Yanıt Açıklaması: Maslow’s Hierarchy of Needs Theory is the first motivation theory which is determined as the basis of later theories. Maslow defined his theory as the starting point with lack of empirical evidence and offered research questions which were needed to explore for future studies. The correct answer is Choice E.

Yanıt Açıklaması: The halo effect in social perception is very similar to stereotyping. Whereas in stereotyping the person is perceived according to a single category, under the halo effect the person is perceived on the basis of one trait. Halo is often discussed in performance appraisal when a rater makes an error in judging a person’s total personality and/or performance on the basis of a single positive trait such as intelligence, appearance, dependability, or cooperativeness. The correct answer is E.

Yanıt Açıklaması: People tend to attribute their success to internal factors, but tend to attribute their failures to the external factors. This is called as the self-serving bias. The correct answer is A.

Yanıt Açıklaması: Generally speaking, we can group artifacts into several categories. Symbols: These include everything from company logos to dress codes, to company culture manifestos; things that make you think of the organization when you see them. The correct answer is D.

Yanıt Açıklaması: Motivation is about satisfying individual needs by purposive actions. Content theories emphasize these needs and try to predict the type of need in initiating the motivation process. Hierarchy of Needs Theory, X and Y Theory, ERG Theory, Two- Factor Theory and Theory of Needs are called as Content Theories.  Process theories answer the question of “How”. They are based on the process (instead of the need) that the motivated behavior occurs. Thus, each theory explains how the need is activated and turned into behavior. Expectancy, equity and attribution are the significant criteria of these theories. Expectancy Theory, Equity Theory, and Goal-Setting Theory are examples for process theories. The correct answer is Choice C.

Yanıt Açıklaması: Managing organizational behavior in today’s organizations is especially challenging for organizations which face many outstanding rapid changes in their external environment. These challenges can be grouped into four; which are, (1) increasing globalization, (2) need to understand diverse workforce, (3) advancing technology, and (4) managing ethical issues. These challenges should be addressed by organizations with increasing sensitivity for managing their human resources. The correct answer is Choice E.

Yanıt Açıklaması: Some of the important secondary motives are power, achievement and affiliation. The correct answer is D.

Yanıt Açıklaması: Climate strength indicates the degree of agreement or similarity between members of the same group about their perceptions of climate. Higher agreement or similarity indicates higher climate strength. Climate strength is critical in determining how much impact climate has on individual and group outcomes. The stronger the climate, the higher its effect will be.

Yanıt Açıklaması: I. Individuals with a Type A personality have been shown to report more work stressors and strain II. Type A individuals report more psychic complaints and responsibility for people III. Type A people show higher levels of aggression and hostility IV. Type A people may have superior performance because of their devotion towards the work. The sentences with number I and III are wrong. Therefore, the correct answer is B.

Yanıt Açıklaması: Artifacts refer to observable phenomena; everything employees see, hear, do, and talk about as well as the way they talk about them (e.g., the jargon they use). In fact, artifacts are often what people outside the organization can also see. Generally speaking, we can group artifacts into several categories: symbols, language, rituals and stories. Promptness and humility are among the espoused values. The correct answer is A.

Yanıt Açıklaması: Frederick Winslow Taylor (1856-1915), who was an engineer and manufacturing manager at a steel company in U.S., is best known for defining scientific management techniques, in other words applying engineering principles to the study of work tasks

Yanıt Açıklaması: Hackman and Oldham (1976) developed the job characteristics model (JCM) that includes five core job dimensions in designing jobs. Skill variety is the degree to which a job requires activities including different skills and talents. A professor scores high on this dimension because he/she designs, lectures and schedules exams, does academic work and be thesis advisory. A worker doing hand printing 8 hours in a day scores low in this dimension. Task identity is the degree to which a job requires completion of a whole work. When a shoe retailer designs the shoe, finds the proper raw material, produces and sells it has high score on this dimension, but if another shoe retailer sells the shoes which are bought by the producer has low score on this dimension. Task significance is the extent to which the job has affects the lives or work of other people. A policeman has high task significance (society) because he/she works for the sake of the society; a human resource professional again has high task significance (work) when he/she makes decisions for the well-being of the employees. Autonomy is the degree to which a job provides employee initiative in deciding about work related activities. One example for highly autonomous job can be given below: A product manager schedules her meetings, decides the most effective marketing tool for the product and arranges her management style in accordance with her employees. When a product manager is given a direction to do her job, he/she has low autonomous job. Feedback is the degree to which a job provides direct and objective information about the progress and performance delivered by the supervisor or the job itself. A machine operator receiving direct information about the process receives high feedback. If another machine operator routes his work to other workers, he/she receives low and indirect feedback. The correct answer is Choice C.

Yanıt Açıklaması: Uncertainty avoidance: Related to how comfortable a culture is with the unknown future. Power distance: Related to inequality. Basically, PDI is about how comfortable people in a culture are about inequalities of power among people. Long-term orientation: Related to whether a society is focused on the future or the present and the past. Indulgence: Related to how a society deals with the conflict between gratification and control of desires. Individualism-Collectivism: Related to whether people in a culture emphasize the group or the individual. The correct match should be 1-W, 2-Z, 3-X, 4-Q. The correct answer is E.